Research On Employees Career Management Of Rural Commercial Bank Of DY City

This paper takes DY City Rural Commercial Bank as the research object.On the basis of introducing the purpose and significance of the research and the current research situation of domestic and abroad respectivelyby using the methods of literature,questionnaire and logical reasoning.The basic concepts are defined and theoretically expounded,as well as the basic situation of DY City Rural Commercial Bank.The post structure and age structure,professional qualifications,professional values,professional ideals,professional life cycle,professional compensation,professional career management practices and expectations of the staff of the bank were studied in depth.an internal career management analysis system is constructed based on the combination of knowledge,skills,abilities,experiences,inner feelings,psychological qualities,concepts and other factors and their changes.An external career management and analysis system is also constructed based on the combination of factors such as job title,salary level,work importance,work department,work time,work place,work environment,etc.and their change process.Two analysis systems are used to analyze the problems.It is believed that the existing human resources career management of agricultural firms has the following problems and their causes: the lower level of professional qualifications,the unfavorable professional values for career development,the low level of professional ideal,the negative comprehensive evaluation of the professional life cycle,the lack of attraction and competitiveness of professional remuneration,the poor practical effect of career management,and the poor management strategies.On this basis,it puts forward two major goals of career management optimization,namely,to effectively deal with challenges and to achieve multi-wins.It also puts forward strategic principles,challenging principles,systematic principles,difference principles,feasibility principles,effectiveness principles and optimization suggestions of career management.First,the optimization of professional qualifications is carried out from four aspects: building a dual-track team of highly educated and knowledgeable employees,training employees' comprehensive professional skills through multiple channels,cultivating employees' professional abilities in all aspects,and continuously accumulating employees' core work experience through professional work practice.Second,optimize the professional values from three aspects: economic values,rational values and political values.Thirdly,career management classification optimization and employee career development satisfaction should be carried out based on career tendency to optimize career ideal.Fourth,accurately grasp the life cycle of one's own career and treat the life cycle expectation of one's career optimistically,and establish an organization-led and employee-participating career management system to optimize the life cycle of one's career.Fifth,to improve the salary level and increase the market competitiveness of the salary,to implement a broadband salary system to retain core talents,to enhance the employees' sense of salary fairness and to optimize the salary.Finally,it is believed that through optimization,the level and effect of career management for employees of agricultural commercial banks can be improved,and the career development of employees of agricultural commercial banks and the growth and development of agricultural commercial banks can be promoted.